All,
I have to address the elephant in the room. Yesterday the President-elect of the United States noted that his administration wants to penalize organizations for "reverse-discrimination ". The calls that I've received are naturally riddled in fear, but I can assure you that this just demands that the execution of Workforce Resilience is more rigorous. Below are the answers the most common questions that I've received starting Wednesday of last week.
Q: Can we justify DEI work in this environment?
A: Yes, your organization still employs humans and need to engage them. How you engage them will need to changed.
Q: Can we keep our current DEI programing?
A: Possibly. The Ad Hoc nature of legacy (old) DEI Services are problematic because organizations rarely identify a consumer that demands inclusion. That is a legal risk from both sides of the DEI critic-sphere. This is where ISO-30415:DISM give us a process to publish the identification of demand (ERGs or Affinity Groups) and a plan of satisfy them.
Capitalism's markets demands that we engage all of the human capital that we can, either as workers or consumers of our organization's goods (products & services). The capital incentive to engage people has not changed, but the professionalization and standardization of engagement has. More happened on election night 2024 than the President's election.
As this tug-of-war between anti & pro inclusion advocates plays out in politics, businesses must attract talent and perform. The New York State Department of Financial Services and others will be enforcing audits of industries connected to NY Banks to ensure that equal rights are the laws of business.
Now for the anticipation of a tug-of-war. If you are thinking the Trump's Supreme Court can enforce it's laws over New York's constitution, you are wrong. They can't change a state constitution without relinquishing legal control over the entire federation of 55 States. If this were to happen, business as we know it would cease.
The language of deliberate equity and inclusion has changed, even our clients at Zurich Insurance have amended their websites to call it "Workforce Resilience", because every organization is ultimately seeking excellence in worker performance. We know that real merit is a result of ensuring that a diverse pool of talent understands that they belong. No matter what this work is called in the future, the global consensus (ISO-30415) will guide how we deliver people management to solve for belonging.
Let's get to work!
JFK
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